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– "To be or not to be that is the question."That's from Shakespeare's Hamlet.In the case of HR, the questionyou must answer for all of your employeesto be or not to be full-time, part-time,hourly, salaried, exempt, or non-exempt,so let's dig into the answers.The most obvious difference betweenfull-time and part-time employees is hours.In most companies, a full-time employeeworks more than 32 hours per week,while a part-time employee works less than that.Now, let's look at an employeeto understand how pay structureand overtime works with full and part-timers.

Let's say Nick is a Receptionist.Whether Nick is a part-time or full-time Receptionist,you can pay him an hourly rate or a salary,so how do you determine which way to pay him.Well, if Nick's hours were constantly pushing himinto overtime and his duties meantthat he's often staying an extra 15 minutes,hour, or a few hours later than his schedule,you'd be better off paying him hourlybecause you need him to punch a time-clockto correctly determine his overtime pay.If he regularly works the same hoursall week, every week, you may decidea salary is easier because you don't have todeal with time cards and calculating hours worked.

No matter how you pay him, as a Receptionist,Nick's duties likely do not make himexempt from overtime pay, so whether youpay him on a salary basis or hourlyand whether he's part-time or full-time,if Nick works over eight hours in a day,or over 40 hours in a week, he receives overtime pay,so there's a few misconceptionsabout salary I'd like to clear up.The first is that a salary automatically meansexempt from overtime, but that's not how it works.Exempt or non-exempt status is determinedby an employee's primary job duties,not by how their payroll is calculated.

– "To be or not to be that is the question."That's from Shakespeare's Hamlet.In the case of HR, the questionyou must answer for all of your employeesto be or not to be full-time, part-time,hourly, salaried, exempt, or non-exempt,so let's dig into the answers.The most obvious difference betweenfull-time and part-time employees is hours.In most companies, a full-time employeeworks more than 32 hours per week,while a part-time employee works less than that.Now, let's look at an employeeto understand how pay structureand overtime works with full and part-timers.

Let's say Nick is a Receptionist.Whether Nick is a part-time or full-time Receptionist,you can pay him an hourly rate or a salary,so how do you determine which way to pay him.Well, if Nick's hours were constantly pushing himinto overtime and his duties meantthat he's often staying an extra 15 minutes,hour, or a few hours later than his schedule,you'd be better off paying him hourlybecause you need him to punch a time-clockto correctly determine his overtime pay.If he regularly works the same hoursall week, every week, you may decidea salary is easier because you don't have todeal with time cards and calculating hours worked.

No matter how you pay him, as a Receptionist,Nick's duties likely do not make himexempt from overtime pay, so whether youpay him on a salary basis or hourlyand whether he's part-time or full-time,if Nick works over eight hours in a day,or over 40 hours in a week, he receives overtime pay,so there's a few misconceptionsabout salary I'd like to clear up.The first is that a salary automatically meansexempt from overtime, but that's Download the job aid I provided to help you get started, but once you've classified your employees, it's a good idea to ask an employment law attorney to review you all of your job descriptions and the classification you assign them. not how it works.Exempt or non-exempt status is determinedby an employee's primary job duties,not by how their payroll is calculated.